Executive Development Program In HR Analytics From XLRI

Human Resources , Analytics

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  • 8-12 LPA

    Average salary in this domain

  • 500+

    Jobs open every year in this domain

Our Learners work at

Enrolment closes on 27 Jan, 2022

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or call us on +91-9873022020

  • Duration: 6 Months

    06.30 p.m. to 09.30 p.m. IST for max. of 4 Saturdays/month

  • 19 Feb, 2022

    Start Date

  • Batch 4

Enrolment closes on 27 Jan, 2022

Want to know more? enquire now

or call us on +91-9873022020

About this course

Empower HR by Weaponizing it with Data Analytics

Data is helping the world advance in many ways, so why shouldn’t it benefit the world of Human Resource Management? This led XLRI Jamshedpur to formulate this futuristic course in Human Resource Analytics.

This program from XLRI has been designed to introduce participants to the concepts of HR Analytics and familiarize them with different dimensions like descriptive analytics, predictive analytics and prescriptive analytics. The course intends to help participants become proficient in:

• Descriptive HR Analytics: Developing and modifying various HR metrics including proprietary metrics relevant to the organization

• Predictive HR Analytics: Making predictions about various people management decisions based on existing data, or newly developed proprietary metrics

• Prescriptive HR Analytics: Making suggestions for future people management decisions, based on the analytics, and ensuring optimum use of investments in human assets

This course is designed for participants who may not be proficient in maths/statistics. Illustrations will be done using SPSS primarily and through MS Excel initially. This course will help professionals use analytics as a tool to develop a deeper understanding of data and people management and find appropriate solutions to real life people challenges.

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Empower HR by Weaponizing it with Data Analytics

Data is helping the world advance in many ways, so why shouldn’t it benefit the world of Human Resource Management? This led XLRI Jamshedpur to formulate this futuristic course in Human Resource Analytics.

This program from XLRI has been designed to introduce participants to the conce... Read More

Get a deeper understanding of

  • HR Analytics
  • Data and People management
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Key skills you’ll learn

  • People management
  • Analytical skills
  • Communication skill
  • Decision-making

Benefits for All Students

Opportunity to earn a Certificate of Completion in HR Analytics from XLRI – the best HR institution in India

Opportunity to work on a real time project, based on the needs identified within your own organization and make private project presentations to XLRI faculty if working on confidential projects

Learn to utilize HR analytics in making better people management decisions in everyday work scenarios

Gain exposure to using SPSS through in-class illustrations.

However, participants are free to use any statistical tool of their choice.

Opportunity to work on XLRI faculty mentored analytic projects for limited number of candidates, who are willing to get into an academic partnership /publication

Flexibility granted to participants to use analytical packages they are comfortable with, such as SAS, Stata, R, MPlus, and MS Excel with Add-ons etc.

Opportunity to earn a Certificate of Completion in HR Analytics from XLRI – the best HR institution in India

Opportunity to work on a real time project, based on the needs identified within your own organization and make private project presentations to XLRI faculty if working on confidential projects

Learn to utilize HR analytics in making better people management decisions in everyday work scenarios

Gain exposure to using SPSS through in-class illustrations. However, participants are free to use any statistical tool of their choice.

Opportunity to work on XLRI faculty mentored analytic projects for limited number of candidates, who are willing to get into an academic partnership /publication

Flexibility granted to participants to use analytical packages they are comfortable with, such as SAS, Stata, R, MPlus, and MS Excel with Add-ons etc.

Are You Eligible?

Are You Eligible

Education

  • For Indian Participants – Graduates (10+2+3) or Diploma Holders (only 10+2+3) from a recognized University (UGC/AICTE/DEC/AIU/State Government) in any discipline
  • For International Participants – Graduation or equivalent degree from any recognized University or Institution in their respective country

Work Experience

  • HR professionals with a minimum of 2 years of work experience in the field of HR
  • Non-HR professionals should have a minimum of 5 years of overall work experience

No prior knowledge of mathematics or statistics required

Syllabus at a Glance

This module will help you understand the domain of HR analytics and the process of implementing HR analytics in context of evolving HR technologies. For example, how will you identify the concerns related to scheduled meetings in your organization (duration, effectiveness, challenges etc.) and make an evidence-based decision through a people analytics process. This module will also help you learn the basics of designing an appropriate HR analytics project for your experience and exposure.

  • Evidence-based Approach
  • HR Analytics Continuum
  • HR Analytic Process: Designing a Project

This module focuses on the process of capturing relevant data for HR analytics. We will focus on questions such as, the existing and potential sources of relevant data, data cleaning processes, types of metrics, and the process of developing customized proprietary metric for your organization. For illustrations, you will consider the availability of existing data, pertaining to scheduled meetings in your organization and its reliability, segmentation of the available data and modification of the same, for making business sense in your organizational context.

  • Analytical Foundations of HR Measurement
  • Bringing HR and Finance together
  • Types of HR Metrics
  • Developing Proprietary Metrics for your organization/Issues faced

By utilizing basic analytical tools, in this module, you will learn to make predictions about the challenges and outcome of future scheduled meetings in your organization. This module will help you make predictions such as – meetings that may not commence on time, relative contribution of current talent management practices to the delay in closing the meeting, types of meetings that are difficult to manage etc., based on different types of analysis. Discussions will also include qualitative analytical tools – Natural Language Processing.

  • Introduction to Predictive Analytics Tools
  • Choosing Predictive Analytic Models for Quantitative Data
  • Working with Qualitative Data
  • Interpreting Predictive Analytics Results

Based on the available predictions, this module will help you make improvements for the chosen HR analytics theme. The focus of the module is not only on optimization but also on customization of the solutions, considering the contextual requirements and limitations associated with. For example, what are the specific precautions you need to take, to increase the effectiveness of the meetings in a conservative organizations wherein, predictive analytics indicate that middle level executives prefer to silently agree with all suggestions by top executives?

Prescriptive analytics in this context will also focus on modifications required in associated HR initiatives to ensure:

  1. free flow of value adding ideas
  2. high engagement levels irrespective of hierarchical levels and
  3. changes in the culture of the organization, to a high performing professional one.

Furthermore, the module will also briefly discuss ONA – Organizational Network Analysis.

  • Responding to HR Challenges through Prescriptive Analytics
  • Prescriptive Analytics as a Process to Influence Stakeholders
  • Contextualized Prescriptions
  • Optimization through Prescriptive Analytics

Illustrations of People Analytics from Staffing, Training, Performance Management, Leadership, Organizational Culture, OD interventions, Organizational Structure etc., are covered and discussed across the four modules discussed above.

The program will help you develop analytical capabilities for evidence-based choices such as: Prioritizing various talent management initiatives for your organization, identifying employees with high attrition risk, comparing potential candidates in terms of their future predicted performance, modifying steps in staffing by eliminating ineffective steps & introducing value adding initiatives, the relevance of forced distribution appraisal systems in your organizations, compensation optimization by incorporating employee preferences, culture fit and corrections across various units/departments of your organization etc.

This module will help you understand the domain of HR analytics and the process of implementing HR analytics in context of evolving HR technologies. For example, how will you identify the concerns related to scheduled meetings in your organization (duration, effectiveness, challenges etc.) and make an evidence-based decision through a people analytics process. This module will also help you learn the basics of designing an appropriate HR analytics project for your experience and exposure.

  • Evidence-based Approach
  • HR Analytics Continuum
  • HR Analytic Process: Designing a Project

This module focuses on the process of capturing relevant data for HR analytics. We will focus on questions such as, the existing and potential sources of relevant data, data cleaning processes, types of metrics, and the process of developing customized proprietary metric for your organization. For illustrations, you will consider the availability of existing data, pertaining to scheduled meetings in your organization and its reliability, segmentation of the available data and modification of the same, for making business sense in your organizational context.

  • Analytical Foundations of HR Measurement
  • Bringing HR and Finance together
  • Types of HR Metrics
  • Developing Proprietary Metrics for your organization/Issues faced

By utilizing basic analytical tools, in this module, you will learn to make predictions about the challenges and outcome of future scheduled meetings in your organization. This module will help you make predictions such as – meetings that may not commence on time, relative contribution of current talent management practices to the delay in closing the meeting, types of meetings that are difficult to manage etc., based on different types of analysis. Discussions will also include qualitative analytical tools – Natural Language Processing.

  • Introduction to Predictive Analytics Tools
  • Choosing Predictive Analytic Models for Quantitative Data
  • Working with Qualitative Data
  • Interpreting Predictive Analytics Results

Based on the available predictions, this module will help you make improvements for the chosen HR analytics theme. The focus of the module is not only on optimization but also on customization of the solutions, considering the contextual requirements and limitations associated with. For example, what are the specific precautions you need to take, to increase the effectiveness of the meetings in a conservative organizations wherein, predictive analytics indicate that middle level executives prefer to silently agree with all suggestions by top executives?

Prescriptive analytics in this context will also focus on modifications required in associated HR initiatives to ensure:

  1. free flow of value adding ideas
  2. high engagement levels irrespective of hierarchical levels and
  3. changes in the culture of the organization, to a high performing professional one.

Furthermore, the module will also briefly discuss ONA – Organizational Network Analysis.

  • Responding to HR Challenges through Prescriptive Analytics
  • Prescriptive Analytics as a Process to Influence Stakeholders
  • Contextualized Prescriptions
  • Optimization through Prescriptive Analytics

Illustrations of People Analytics from Staffing, Training, Performance Management, Leadership, Organizational Culture, OD interventions, Organizational Structure etc., are covered and discussed across the four modules discussed above.

The program will help you develop analytical capabilities for evidence-based choices such as: Prioritizing various talent management initiatives for your organization, identifying employees with high attrition risk, comparing potential candidates in terms of their future predicted performance, modifying steps in staffing by eliminating ineffective steps & introducing value adding initiatives, the relevance of forced distribution appraisal systems in your organizations, compensation optimization by incorporating employee preferences, culture fit and corrections across various units/departments of your organization etc.

Learn from the Best Faculty

About The Institute

XLRI Jamshedpur

XLRI is one of India’s leading management school based in Jamshedpur, Jharkhand, India. Established in 1949 as the Xavier Labor Relations Institute, by Fr. Quinn Enright, XLRI is acknowledged as India’s oldest business management school.

XLRI with its single vision of Magis, i.e., pursuit of excellence, focuses on three areas: academic excellence, personal values and social concern. XLRI spares no effort to make its curriculum world-class and deliver it in the most effective manner. It constantly scans the developments in business and in society and tries to pro-act to meet the challenges. Its world-class faculty with its commitment and deep sense of service delivers the curriculum very effectively.

Consistently being acknowledged as the Best “HR Course” in Asia–Pacific, it has also been recognized for its research acumen by the London Business School and is ranked among top 5 research schools in India cutting across management and technical institutes. For more details, visit www.xlri.ac.in

XLRI features consistently among the top 5 business schools of the country. In 2012 XLRI was ranked No. 4 among top 75 B-schools in India across Private and Government sector by Outlook India. Among other rankings, it was ranked #5 by the 2012 edition of CNBC-TV18′ s Top B-Schools in India, #4 by the Business Today 50 best business schools of 2012, #3 by Business World B Schools Unplugged.

Fee Structure for

Instalment Schedule

Instalment 1
INR 30000 + GST Due by: 27 Jan, 2022
Instalment 1
USD 700 Due by: 27, Jan, 2022
Instalment 2
INR 25000 + GST Due by: 16 Feb, 2022
Instalment 2
USD 400 Due by: 16, Feb, 2022
Instalment 3
INR 30000 + GST Due by: 05 May, 2022
Instalment 3
USD 700 Due by: 05, May, 2022
OR
Pay for Total Amount
INR 85000 + GST Due by: 27, Jan, 2022
Pay for Total Amount
USD 1800 Due by: 27, Jan, 2022

Financial Aid

To learn more about financing your course, visit the course Financial Resources Hub

Why Should You Join a Program Offered Through Talentedge?

  • 95% Completion Rate
  • 92% Satisfaction score
  • 78% Referability
  • Live & Interactive Digital Learning
  • Convenient Schedules to Suit Working Professionals
  • Benefit from Talentedge’s Alumni Network
  • Practical/Hands-On Experiential Learning
  • Dedicated Student Support
  • Options for Loan Assistance

Program Starts in 26 Days

What is the HR Analytics Course?

HR analytics is a method used to determine the value of each employee in the organization. Through HR analytics, organizations are able to enhance their overall performance by risk management and accomplishment of strategic plans to reduce the cost and increase revenue generation.

In other words, HR analytics is a field that deals with collecting and analyzing HR data to improve the organization’s performance. This process is also known as people analytics or talent analytics.
 

Types of HR Analytics Courses

The four types of HR analytics courses are descriptive, diagnostic, predictive, and prescriptive. Each analytic gives you a unique approach to an organization’s data.

Descriptive Analytics: Descriptive analytics is a statistical practice that helps summarize historical data as a means to identify trends. It helps in constructive descriptions of data points to find trends that cater to every condition of the data.

Diagnostic Analytics: Diagnostic analytics is also referred to as root cause analysis because of the proceedings divulged by descriptive statistics. It helps you understand why something happened by using the methods like data discovery and mining, drill-down, and through.

Predictive Analytics: Predictive analytics is a process used to evaluate past data, examine patterns, and forecast future trends by using these statistics. The purpose is not just to understand the cause rather to offer the most accurate prediction.

Prescriptive Analytics: Based on past projections, prescriptive analytics offers you a selection of choices and measures you should take. It helps organizations make effective decisions by analyzing raw data.
 

Why is an HR analytics Course needed? 

There are various reasons why an HR analytics course is necessary for your career - improved decision-making skills, understanding employee behaviour, augmented recruitment process, recognizing organization patterns.

Improved Decision-Making Skills- Organizations can notably enhance the decision-making skills of the HR team by leveraging HR analytics. Data-driven companies have a more accurate approach towards critical business decisions as compared to companies that depend on conjecture.

Understanding Employee Behavior- HR data analytics help organizations cognize the behavior of their employees. With this information, the HR department can create changes that will boost employee engagement.

Augmented Recruitment Process- People analytics help organizations augment the recruitment process. Organizations can use analytics to determine what skills are needed with the aim to grow and recruiters can find profiles of potential candidates that are aligned with these skill-sets.

Recognizing Organization Patterns- Predictive analytics tools help organizations foresight challenges by analyzing current data and patterns with an eye towards the business objectives.
 

Roles and Responsibilities of an HR Analyst

  • Analyzing the data to understand the patterns and trends with respect to the recruitment, hiring practices, and adherence to rules of the organization.
  • Based on data and analysis, an HR analyst makes suggestions for policies and actions a company should take that can improve their culture.
  • HR analysts may be required to supervise and oversee the work of their employees, train new employees, and provide feedback on their performance.
  • Its one of the major roles of HR analysts to determine and recommend appropriate short and long-term objectives, and the point of reference for key performance indicators.
  • Examine the classification audits, which determine jobs to make sure that they are properly categorized within the organization.
  • Offer support to the HR team in the development and implementation of organizational practices, and systems to promote the best use of them within the organization.
  • Analyzing the data and reports to recognize the slip-ups and make recommendations for the appropriate solutions.
  • Examining employee personal information and entering it into the relevant HR database.
  • An HR analyst ensures that data privacy regulations are followed.
  • Develop reports on data results and describe the outcomes to senior management

By enrolling in the HR analytics course, you can learn more about the above-mentioned roles and responsibilities. Sound knowledge of these responsibilities helps you hone your skills and better your work performance in the organization.


What impact does HR analytics have on the business? 

Analytics allows businesses to assess the economic impact of human resource strategies. HR can foretell future circumstances by employing complex statistical analyses. Companies use this prediction to calculate return on investment (ROI).

It helps HR in aligning the employees’ skills with organizational goals and evaluating the impact on the business.  It is the most effective way to enhance the organization’s performance and increase revenue generation.
 

What are the Benefits of using HR analytics in an organization?

Given below are the top five benefits of using HR analytics in an organization –

Using HR analytics to Plan- The HR department uses a variety of key performance indicators to figure out ways to improve the performance of their employees. It is important that they have the necessary tools to drill down and examine the pools of reports and data.

Improved Hiring Process- Talent analytics help to improve the recruitment strategy of the organization. It also ensures that the candidates have the required skill set for the role and keeps track of their onboarding process.

Accessible data for Management- Management must have easy access to data and reports about the requirements of the employees so as to increase efficiency and achieve their goals. People analytics helps simplify this process to gain insights into their employees’ performance.

Improved Retention System- Hiring and training new hires take a lot of money and time for a firm. Researching staff turnover statistics can help you foresee future circumstances and promote an improved retention system of employees.

Employee Engagement- HR analytics help you get insights into employees’ engagement as a result of various aspects including recruitment, salary, and perks allowing HR to make changes to boost productivity. Feedbacks received during the appraisal process or exit interviews provide useful information to create a more pleasant working environment.
 

Key Skills Required to Become an HR Analyst

The most effective five skills required to become an HR analyst are attention to detail, system analysis, data management, sound knowledge of HR systems, and good communication.

Attention to detail- An analyst is required to analyze highly complex trends as well as minor concerns that may have a marked effect on the organization. The analyst is involved in the collection of data and maintenance of data quality to provide accurate reports of the analysis.

System Analysis- An analyst must be familiar with systems and procedures while looking for techniques to boost efficiency and effectiveness and make the best use of the available data.

Data Management- It’s essential to have strong operating knowledge of Microsoft applications. Excel, Access, and Visio are examples of database software. SQL skills are also in high demand for positions that need a lot of data management and analysis.

Sound Knowledge of HR Systems- The data received from the HR system, also known as Human Resources Information System (HRIS). The majority of the data that an HR analyst deals with is stored in these systems. It is crucial to know-how systems and gets maximum utilization of them.

Good Communication- Communication is the most important skill. Even if you are spending most of your time crunching data and numbers, you should be expertise in interacting with the business people and sharing the information with them appropriately.

Today, there are a variety of HR analytics certifications available from recognized and reputed institutes to upgrade your career in the rising field of human resources. These courses are designed to boost your HR and analytical skills and provide you with the knowledge of analytics tools for predictions of future circumstances.


What is the Scope of HR Analytics course? 

The job opportunities available in the field of HR analytics are HR analyst, general manager human resource, assistant human resource manager, and so on.

In the field of human resources, HR analyst is a senior-level position. An HR analyst is not involved in everyday executive or administrative operations of an organization rather it assists the HR department in developing effective employee regulations and providing data-driven insights.

HR analysts are in high demand since they offer various essential perquisites to the organization in terms of successfully and systematically managing its workforce and developing policies to influence employees positively.

 Pros of taking HR Analytics Course

  • Opportunities to work for some of the country’s or world’s most prestigious organizations
  • The best prospects for networking and building relationships
  • It offers a wide career scope to the individuals who have good people management abilities
     

Executive Development Program in HR Analytics

This HR analytics course from XLRI Jamshedpur is primarily designed for senior HR professionals, HR executives, learning and leadership development professionals as well as for non-HR professionals with an analytical aptitude. It is best suited for those individuals who have problem-solving abilities and a sound understanding of data and people management.

Professionals who enroll in Executive Development Program in HR Analytics course are trained to make informed decisions in real-world situations using predictive analytical tools. This course also teaches how to use people analytics for effective leadership and organizational culture management.
 

Why should you pursue an online course from Talentedge?

In this digital era, where everything is available on the internet, the popularity of online learning is also expanding like the clappers. There are numerous advantages of taking this HR analytics certification online such as honing your analytical skills. Working professionals can attend classes and learn while maintaining their daily routine with the regular jobs.

Doing an online certification course may demonstrate to the company that you are committed to your profession while striving for growth in your career. Also, you can put these skills to use in your current job.

Today, Talentedge offers a range of online certification courses in association with the world’s leading institutes. The certificates from these renowned institutes carry immense prestige and add value to your career growth. Here are some of the features of these online certifications courses:

  • Convenient weekend schedules benefit the working professionals
  • Live and interactive digital learning offers a better understanding of the modules
  • Practical learning of the tools help apply these techniques in current companies
  • One-on-one doubt clearing sessions
  • Completion certificate from XLRI Jamshedpur for successful participants
     

FAQs on Executive Development Program in HR Analytics
 

Q. What is HR analytics?

Ans: HR analytics is a data-driven approach to improve the organization’s performance. Its accuracy is determined by the data acquired from HR metrics. Since a lot of accessible data is available, it helps to evaluate the data and use the most relevant data to maximize revenue generation.

Q. What are the different types of HR analytics? 

Ans: HR analytics is categorized into four types - descriptive analytics, diagnostic analytics, predictive analytics, and prescriptive analytics.

Q. What are the benefits of pursuing an HR analytics course? 

Ans: There are several effective reasons to pursue an HR analytics course in 2022- improved decision-making skills, understanding employee behaviour, augmented recruitment process, recognizing organization patterns.

Q. Who is an HR analyst? 

Ans: HR analyst is an individual who analyzes the data and reports to evaluate the patterns and trends and ensure adherence to organizational rules and regulations.

Q. What is the responsibility of an HR analyst in an organization? 

Ans: HR analyst plays an important role in recognizing HR-related issues and assisting in developing effective organizational policies. Analyzing and interpreting trends and patterns, reporting the outcomes to the senior managers, and making recommendations for the appropriate solutions.

Q. What are the skills required to become a good HR analyst? 

Ans: The five most effective and effective skills required to become a good HR analyst are attention to detail, system analysis, data management, sound knowledge of HR systems, and good communication.

Q. What is the scope of HR analytics in 2022? 

Ans: The scope of HR analytics is widening nowadays, it offers several benefits to the organization in terms of managing its workforce efficiently and developing policies to impact the work culture.

Q. What is the difference between descriptive and diagnostic analytics?

Ans: Descriptive analytics includes analyzing the historical data of the organization to understand the trends and patterns. However, diagnostic analytics focuses on the reason why something happened. Hence, it is also known as ‘root cause analysis.

Q. What is the difference between predictive and prescriptive analytics? 

Ans: Predictive analytics gives you the raw data required to forecast the future circumstances and make well-formed decisions beforehand whereas prescriptive analytics offers you a data-driven selection of choices and measures you can take.

Q. What are the advantages of the Executive Development Program in the HR analytics course offered by XLRI Jamshedpur? 

Ans: There are multiple benefits of enrolling in the HR Analytics course from XLRI Jamshedpur such as you will learn decision-making skills, usage of predictive analytical tools, data, and people management. This course also teaches how to develop and use analytical skills for effective leadership and management of work culture in the organization.

Q. Who all can apply for the executive development program in HR analytics?

Ans: This course is designed for senior HR professionals, HR executives, learning and leadership development professionals as well as for non-HR professionals with an analytical aptitude.

Q. Why should I do an executive development program in HR analytics from Talentedge? 

Ans: There are multiple reasons to pursue an executive development program in HR analytics certification from Talentedge:

  • Convenient weekend schedules
  • Live and interactive classes
  • Practical learning
  • One-on-one doubt clearing sessions
  • Certificate from XLRI Jamshedpur on successfully completing the course

Q. Is work experience required to apply for the HR analytics course? 

Ans: HR professionals are required to have a total experience of a minimum of 2 years in the field of HR. However, non-HR professionals are required to have a minimum of 5 years of work experience. Also, no prior knowledge of mathematics or statistics is required.

Q. What are the eligibility criteria to apply for an executive development program in HR analytics?

Ans: For Indian applicants, it is mandatory to have a graduation degree (10+2+3) or a diploma (10+2+3) from a recognized university (UGC/AICTE/DEC/AIU/State Government) in any discipline.

For international applicants, graduation or equivalent degree from a recognized university or institution in their respective country is necessary.

Q. What is the duration of the executive development program in HR analytics from Talentedge?

Ans. This executive development program in HR analytics from Talentedge is a 6-months program. It is starting from 20 Feb 2022 and classes will be held on every Saturday. Each class will be for 3 hours, from 06.30 p.m. to 09.30 p.m. IST.
 

 

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